Business Development Training Director

Calpine Corporation is America's largest generator of electricity from natural gas and geothermal resources with operations in competitive power markets. Its fleet of 76 power plants in operation and one under construction represents nearly 26,000 megawatts of generation capacity. Through wholesale power operations and its retail businesses, Calpine serves customers in 22 states, Canada and Mexico. Its clean, efficient, modern and flexible fleet uses advanced technologies to generate power in a low-carbon and environmentally responsible manner.
The company was established on the premise that a strong commitment to the environment is inextricably linked to excellence in power generation and corporate responsibility. Since its founding in 1984, Calpine has led the power industry in its unwavering commitment to environmental stewardship. In addition, its renewable geothermal plants use steam generated deep below the earth's surface to produce clean, renewable electricity.
Calpine Energy Solutions, LLC, (Solutions) is a wholly owned subsidiary of Calpine Corporation and a licensed retail energy provider in every deregulated state in the U.S. Most of our clients are large commercial & industrial entities that view the management of energy and carbon as an important strategic initiative and seek to leverage our devotion to customer service and risk management expertise.
Everything we do is about helping businesses transform their energy and carbon management programs from a traditional, transactional approach to a data-driven, sustainable business process
Job Summary (includes but is not limited to the following, other duties may be assigned)
Train, equip, on-board and certify members of the Retail Business Development (BD) team to assure that they possess the knowledge, skills and behaviors necessary for them to exceed margin generation levels commensurate with their respective position levels.
Job Responsibilities
Design and build a BD curriculum by leveraging existing training assets and developing new assets that support our competency scales for each business development position.
Establish and manage a certification program that sets progressive expectations for positions within the BD job family to assure each person possesses the proper knowledge, skills and behaviors needed to be successful.
Deliver training to both new and tenured BD professionals through various mediums including live instructor-led classroom & virtual sessions, self-paced recorded sessions & field-based training / coaching.
Provide quality control by training the trainers to assure that those who are asked to lend their subject matter expertise have the proper facilitation skills and training materials to meet the course objectives.
Design and conduct role plays to observe the practical application of training in a controlled environment and provide feedback and coaching for improvement.
Join the BD team on field visits (20% of time) to ensure the right implementation of skills and knowledge and to provide coaching.
Act as a mentor and role model to the BD team and encourage a culture of continuous learning and development. Cultivate a culture of coaching for the entire commercial team.
Take ownership of our Business Development team Mentoring Program and modify / improve the program as we learn more about its effectiveness.
Manage our Business Development team Mentoring Program to assure that both mentors and mentees are properly engaging within both the spirit and intent of the program. Identify mentor / mentee pairings that are not working and take corrective action in collaboration with RVPs as needed.
Collaborate with HR and Sales Management to remediate gaps in performance.
Provide progress reports to Sales Management as to certification levels and development plans.
Select and manage outside vendors who provide training services, assessments or training technology platforms as needed related to Business Development team training.
Work closely with Retail head of HR and Organizational L&D Leader.
Behavioral Competencies/Important Success Factor
Action Oriented - Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
Collaborates - Builds partnerships and works collaboratively with others to meet shared objectives. For example, readily involves others to accomplish goals; stays in touch and shares information; discourages "us versus them" thinking; shows appreciation for others' ideas and input.
Communicates Effectively - Communicates clearly and concisely, while conveying a clear understanding of the unique needs of different audiences and skillfully summarizes to confirm understanding.
Drives Engagement Structures the work so it aligns with peoples goals and motivations.
Ensures Accountability Follows through on commitments and makes sure others do the same; Acts with a clear sense of ownership; Establishes clear responsibilities and processes for monitoring work and measuring results; Design feedback loops into work.
Leadership: Sets the tone for others with infectious enthusiasm, providing clear expectations within a dynamic business environment to continuously drive performance.
Nimble Learner - Learns through experimentation when tackling new problems, using both successes and failures as learning fodder.
Self-Development - Actively seeks new ways to grow and be challenged by regularly practicing and applying new knowledge and skills; is quick to share new learning with others.
Interpersonal Savvy - Relates openly and comfortably with diverse groups of people by staying attuned to group interpersonal dynamics to resolves difficult interpersonal situations.
Plans and Aligns - Plans and prioritizes work to meet commitments aligned with organizational goals; Aligns own work with relevant workgroups; Takes steps to reduce bottlenecks and speed up the work.
Persuades - Uses compelling arguments to gain the support and commitment of others. Uses strong logic and compelling evidence. Works with others to find creative win-win solutions; achieves consensus through compromise.
Resourceful Marshals resources to get thing done; Orchestrates multiple activities simultaneously to accomplish a goal; Gets the most out of limited resources.
Values Differences Seeks to understand different perspectives and cultures; Contributes to a work climate where differences are valued and modifies approach to accentuate the strengths of each person.
Job Requirements
8 years demonstrated commercial business development experience, with 3 or more years experience developing and delivering business development related training in conjunction with specific business needs.
Energy industry experience greatly preferred.
Bachelors degree in business or related discipline
Demonstrated ability to assess needs, validate direction with key stakeholders, develop and deliver impactful content, create feedback loops, monitor performance, adjust as needed.
Adult learning facilitation skills certification (e.g. Bob Pike Certification, Langevin Learning) or willingness to become certified
Train the Trainer certification (e.g. Pioneer, Langevin Learning) relevant to energy or business development
Sales Methodology Expertise Must possess knowledge and exhibit practice of using a sales methodology such as Miller Heiman, Challenger, SPIN, etc.
Systems Must have strong working knowledge of Microsoft Office suite and CRM systems.
Sitting and standing for long periods of time
Approximately 30% - 50% travel required.
Additional Calpine Information
Equal Opportunity Employer of Minorities, Females, Protected Veterans, and Individuals with Disabilities.
Calpine is committed to Equal Employment Opportunity and providing reasonable accommodations to applicants with physical and/or mental disabilities. If you are interested in applying for employment and need special assistance or an accommodation to use our website or to apply for a position, please send an e-mail with your request tohrrecruitment@calpine.com . Determination on requests for reasonable accommodation are made on case-by-case basis.
Please view Equal Employment Opportunity Posters provided by OFCCPhere
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information. 41 CFR 60-1.35(c)

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